Alternate history as a tool to reduce bias in organizations
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Abstract
This article describes the potential use of alternate histories in business to promote diversity and equality in organizations. Gender bias and the different barriers that women experience in the workplace are included, as well as the way in which alternate histories can be created as an answer to the following questions: What if women led the world? And what if women occupied all leading positions in the company and had decision-making power? Alternate histories can be used to promote diversity and inclusion policies based on other minorities or marginalized groups beyond women to create plausible scenarios for more humane and integrative workplaces.
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